Driving the Business Case of Business Resource Groups BRG Leader Training

1. Driving the Business Case of Business Resource GroupsBRG Leader Training

2. If not now, then when? If not you, then who? Abercrombie & Fitch says store not for plus size Fifth Third Bank won the Disability Matters Award three consecutive years in a row These Headlines…. Or These…. Burger King fires employee over “Must be Mexican” help wanted sign Fifth Third Bank is a recipient of the Gallup Great Workplace award NC Museum denies access to girl in wheelchair saying it will get their carpets dirty Fifth Third Bank named 2011 & 2012 Leading Companies for Employees with Disabilities by Profiles in Diversity Journal Barney’s accused of racial profiling Brand Finance ranked Fifth Third Bank #105 on its list of the Top 500 Most Valuable Banking Brands in the world Barilla Pasta CEO makes anti-gay remarks Fifth Third Bank was 2007 nominee for Ron Brown Award, a U.S. Presidential honor Feed a Child apologized for ad featuring a Black child being fed like a dog Fifth Third Bank ranked #6 in ABA Banking Journal’s Top Performing Big Banks ranking Target apologizes manager memo that stated “Not all Latinos’ eat tacos & wear Sombreros” Fifth Third Bank is the winner of Division of Career Development & Transition Employer of the Year Award Sonic apologizes after signage offensive to Native Americans Interracial couple in Cheerios Ad spurs racist rants Fifth Third Bank has Project SEARCH Programs in three locations in their footprint

3. What’s In It For Me? The Value Proposition Employee Value Business Value

4. Agenda • Objectives • Light the Way with Your Biography • Engagement & Inclusion Strategy • BRG Overview • There’s a Tool for That • Processes & Procedures Case Studies • Next Steps

5. Objectives • Ignite personal passion and commitment in the Inclusion Council and BRG teams. • Understand the Bank’s Strategies and the Inclusion Council and BRG’s vision, mission and structure to successfully implement strategic plans. • Accessthe Inclusion Council Leader Tools to efficiently and consistently utilize them with the Inclusion Council and BRG teams. • Implement success routines and best practices.

6. Light the Way with Your Biography To be a minority is to be the majority To be a woman is to be rising in opportunities “It’s an upside down world.” To be a son or daughter is to be a caregiver To be OUT is to be IN To be disabled is to be differently-abled To be a war veteran is to be honored To be young is to be experienced

7. Who Are We as Individuals? Female Male Person w/ Disability Able-bodied Gay Straight Brazilian Nigerian Gen Y Gen X Boomer Immigrant Black White Latin Roman Hungarian Chinese Native-born Introvert Extrovert Engineer Artist HR professional Tapia, Andres. The Inclusion Paradox

8. My Biography…..An Advocate for Individuals with Disabilities from the Beginning!

9. Connections through Similarities

10. Light the Way with Your Biography “People don’t care what you know until they know you care.” -John C. Maxwell Now it’s your turn! • How are your affiliate leaders lighting the way with their biographies? • How will your personal stories impact your work with the BRGs? • What could you start doing to let your members know how much you care?

11. Does this look familiar?Engagement & Inclusion e-Learning

12. Vision, Strategy & Focus Areas The Vision: Enhance business results with diverse talent at all levels reflective of the communities we serve in a thriving, inclusive culture. • The Success Requirements: • Develop cultural -competency expertise • Recruit, retain, develop and advance talent to build pipeline • Expand on community alliances to achieve marketplace business results.

13. Did You Know? What would you guess the percent to be of women & People of Color joining the WORKFORCE? • 85% • 58% • 45%

14. Did You Know? • How many generations are in the WORKPLACE? Can you name them?

15. Did You Know? • 4 Generations (soon to be 5!) are in the WORKPLACE. Traditionalists Baby Boomer Gen Xers Millennial iGen (newest)

16. Did You Know? At what rate is the buying power of Asians and Hispanics growing compared to the average? • 1 ½ times • 2 times • 2 ½ times • 3 times

17. Did You Know? What percent of buying decisions do women make? • 50% • 65% • 80%

18. Did You Know? What percentage of bank accounts do women control? • 89% • 56% • 42%

19. Did You Know? What is the projected buying power of African Americans by 2015? • $500 million • $32 billion • $1.1 trillion

20. Did You Know? Which group owns 39% of all minority-owned business? • African-American • Asian • Hispanic/Latino

21. An Engaging & Inclusive Culture - Impacts Market Value & More • In 1950, 90% of the U.S. was white1; by 2040, only 50%2“Minority” representation today by age bracket3: • 41 years or older—23% • 40 years and younger—35% • 10 years and younger—40% • Since 2008 – • 70% new entrants into workforce have been women and minorities4 Workforce Creates Implications for… Workplace Marketplace/Lifespace 1Census Bureau, 1951 Census Report 22010 American Community Survey, U.S. Census Bureau 32010 American Community Survey, U.S. Census Bureau 4Bureau of Labor Statistics, 10-Year Labor Force Demographic Data Projections, 2010

22. Evolution to Business Resource Groups Newer State Previous State A holistic Inclusion Council that includes BRG Chairs Diversity Board and Affinity Groups working in silos Inclusion Councils and BRG resources created to standardize processes Non-standardized processes Lack of comprehensive, scalable strategy with metrics Inclusion Council and BRGs are accountable for strategic plans aligned to Fifth Third’s core values and goals Consistent communication process of Inclusion Council and BRG initiatives and benefits to Fifth Third Bank Inconsistent communications Low participation and high burnout Higher level of participation and commitment from leaders and organization Inconsistent budget management Standardized and consistent Inclusion Council and BRG budget management process

23. Business Resource Groups Business Group Leaders all serve on the Inclusion Council with the Council Committee Chairs (e.g. Employee Development, Business Excellence, Communications, Recruiting & Retention, Community Involvement). Executive Advocates and HR Partners advise, coach and support Business Resource Group leaders on the implementation of business plans, and help the BRG connect with leaders in the bank and community.

24. Leadership’s Role in the Strategy • Build upon our engaging culture by integrating inclusion into leadership messaging. • Launch Inclusion Councils & Business Resource Groups (BRGs) in each market, with leadership involvement and appointed chairs. • Open avenues for BRGs to provide insights of their respective constituencies (BRGs will have goals and measures of success tied to the business). • Provide support and guidance on how to integrate with internal and external partners that are most aligned with our priorities, products and services.

25. BRG Focus Areas Recruiting & Retention Opportunities

26. Inclusion Council & BRG Leader Toolkit“There’s a Tool for That!” • Work as a team to answer as many questions as possible. • The team with the most correct answer will win a fabulous prize! 10 Minutes

27. Fostering Engagement & Inclusion ILP Step 1 Step 2

29. Inclusion Council and BRG Leader Case Studies Ripped from the headlines! To prepare you for situations that could actually occur in your role as an Inclusion Council or BRG leader, we will: • Review the following cases studies together. • Determine if there are potential concerns and risks for the Bank. • Discuss impact to the engagement and inclusion of employees. • Identify options for addressing the situation.

30. Case Study 1 Sue, a Fifth Third Bank BRG member, created a signature diversity and inclusion event called “Inclusionpaloosa”.  The event is very successful and includes panel discussions with leaders in the community and of local companies, networking sessions and recruiting opportunities. Sue put in her resignation from the Bank last week. When she shared the news with you, she also shared that she plans to take “Inclusionpaloosa” with her for her new employer to sponsor.  What should you do?

31. Case Study 2 You are a BRG Chair.   Jose, a leader of one of the committees, has just shared a commitment he made on behalf of Fifth Third Bank for a “Wine Tasting” event planned for next weekend. He already paid for the event on his corporate card, which cost around $1650.   This is the second time Jose made a commitment without following the proper process. Last time you gave him feedback and education on the correct process, since he claimed he didn’t know. This time he said he forgot. What should you do?

32. Case Study 3 You are a BRG Chair leading a meeting to discuss upcoming initiatives. Kaylah, a committee leader, shares that she plans to send out an email on behalf of the BRG to invite employees to a benefit to raise money for her nephew suffering with leukemia.  What should you do?

33. Case Study 4 You are a BRG Leader and are talking at a BRG event to a group of employees. A woman in the group shares that she is a new mom and sees a need for a Business Resource Group that supports working parents at the Bank. While she is speaking, a man speaks up and asks why we don’t have a Business Resource Group for white men. How would you handle the situation?

34. “Be the change you want to see in the world.” -Mahatma Gandhi resources

35. Resources • Fostering Engagement & Inclusion ILP • Inclusion Council Leader Tools • Community of Practices • Virtual Learning Labs • Diversity Best Practices Membership

36. Community of Practice Calls

37. Virtual Learning Labs • Conducted by Fifth Third Bank’s Diversity & Inclusion consultants, The Winters Group. • Normally last 60 minutes. • Can be taken from the convenience of your desk. • Free! • The list of the 2016 VLLs are on the following pages. • Register using the below link: VLL Registration Link

38. Corporate Membership www.diversitybestpractices.com

39. Questions?

40. Close “If you want to go fast, go alone. If you want to go far, go together.”    -African Proverb Thank you!